Impact of Job Satisfaction on Performance of Employees Working Nepalese Life Insurance Companies, Kathmandu, Nepal

Abstract

Employee satisfaction is essential for an organization's success and survival. Job satisfaction measures how happy workforces are with their jobs and working environment. Many factors involve improving or maintaining high satisfaction rates, which wise insurance sectors would do well to implement. Employees’ job satisfaction is a multi-disciplinary concept that results from their perception of their jobs and the degree to which a good fit exists between them and the insurance sector. This study aims to examine the relationship between job satisfaction dimensions and employee performance, and it also explores how satisfaction influences employee performance in life insurance sectors. Descriptive and causal-comparative research designs were employed to examine the relationship and explore the dimensions. Data have been gathered from the 240 respondents through stratified sampling techniques and entered into SPSS version 20 for the analysis. The correlation result of the study clarified that there was a positive and significant relationship between job satisfaction constructs and employee performance. As per regression analysis, payroll had a higher influence on job performance than other factors and was positively significant. So, the payroll system affected employees satisfaction to increase their performances. It has also reported significant positive relationships between interpersonal relationships and employee performance. However, there was an insignificant relationship between working environment and job performance.

Job (dis-)satisfaction in pay-for-performance health care contexts: a meta-synthesis of qualitative literature

“…Regarding the P4P literature, it is important to note that research so far has dedicated much attention to performance, while overlooking the processes and behaviors that lead to performance and, thus, the degree of internal appreciation of these initiatives (González Navarro et al. , 2022; Sah and Pokharel, 2022). Our study shows that context can represent a motivational boost in stimulating proactive behaviors and acceptance in order to increase the perception of fit in the workplace (Stevens and Ash, 2021).…”

“…when organizational support for autonomy, competence and relatedness is low and unfavorable job attitudes in turn can hamper the motivating effects of P4P (Gagn e and Deci, 2005). For this reason, researchers in this field recently have called for more empirical studies on the conditions under which P4P may have stronger or weaker effects on health care (Byron and Khazanchi, 2012;Gerhart and Fang, 2015;Sah and Pokharel, 2022;Siegel et al, 2022) and particularly on health care workers (Kang, 2019;Maharani et al, 2022;Siegel et al, 2022;Waddimba et al, 2019). The present study aims to take this step forward for the literature on the topic, also contributing to a more comprehensive understanding of the effects of P4P on job satisfaction or dissatisfaction by highlighting their direct and indirect components.…”

“…when organizational support for autonomy, competence and relatedness is low and unfavorable job attitudes in turn can hamper the motivating effects of P4P (Gagné and Deci, 2005). For this reason, researchers in this field recently have called for more empirical studies on the conditions under which P4P may have stronger or weaker effects on health care (Byron and Khazanchi, 2012; Gerhart and Fang, 2015; Sah and Pokharel, 2022; Siegel et al. , 2022) and particularly on health care workers (Kang, 2019; Maharani et al.…”

Perception of Employees on Employer Branding of Nepalese Insurance Industry

“…Nepal Insurance Company Limited, the nation's first non-life insurance company, was established with 51 percent and 49 percent of the shares held by the general public, and Nepal Bank Limited, the nation's first commercial bank (Nepal Insurance Board, 2021/22). So, It was a cooperative venture between Nepal Bank Limited and individual investors (Khanal, 2020;Sah and Pokharel, 2022;Sharma, 2017).…”

“…Before the establishment of these insurance companies, unregulated activity was being conducted in Nepal by Indian insurers. The Nepali insurance market has experienced substantial growth (Acharya et al, 2021;Sah & Pokharel, 2022;Sharma, 2017). In 1968, "Rastriya Bima Sasthan" was created under the Company Act 2021(currently Company Act 2063).…”